Trying to understand people got picked to be let go based on what? And who picked them ? Was it direct management sent the names to HR or the other way around where HR sent the list?
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In the last 3 layoffs that I was involved with my managers chose who stayed and who did not. I am not in sales - there may be a different way it's done for sales teams.
This is generally decided by your direct manager (unless they are also being separated or some sort of re-org situation happening). My manager for sure has favorites and friends - I'm interested to see where the cards fall. We as a team usually know who the best players are and our manager should too.
@uwt+1o0FdpPt, not true. As others say here, directors and up make the choice.
I produce list with ranking on monthly basis that is provided up to Sr.Dir level and up from him to business operations
it's common and done at every occasion - 1:1 (regular ones) - are there to 'enable' me and I can with clear conscious say that I have "completed evaluation" on monthly basis to ensure my ranking is accurate.
whenever we talk of business , family or politics - it's a tick in the box .
how I put people on the list is my take and any disagreement are 'resolved' in moving someone up on next 'required' 1:1 with my direct
it is enforce from the top. and everyone have to decide who in their team to take the hit. Some might be more easier example if their accounts did not deliver enough number. If any of the manager says not their call, they are bullsh-tting you. and the decision of the cut basically based on number of people and x among of cost to cut. So overall OTE, the value of individual contributing factor, your relationship with the top and etc etc. Each manager will have their own yardstick to measure but they will have to cut. If anyone in the company is asking the why, really too naïve to understand this is a business call. The writing is in the wall since merger that the trimming is just a matter of time, and given the current economical landscape, slow buying, buying avoidance, going to the public cloud and many more plus highly competitive market. this is unavoidable. Unfortunately, some cut will impact really good people - that's collateral damage cause the people on the top are weak and useless.
Welcome to the real world. If the business is not picking up to meet wall street expectation. more cuts will come and last bastion of EMC executive will be gone by Feb next year.
Worth mentioning here that the total cost of an employee isn't just comp. Stuff like superannuation, allowance benefits, insurance also part of how expensive you are. If you cost more than you bring in then you could be a target
I am more concerned if my director was the one who picked me to be let go. Doesn’t make sense that VP decides who is out and who is not. The list was sent from down stairs all the way ⬆️ up
If your manager is not director or above level most likely they don't know.
Former DCSE in MB here. Was cut in the February WFR. Was never given a straight answer to “why me?”. Was told it wasn’t performance related (was over quota every quarter). My manager told me he had no say in who was let go. Whether that’s true or not who knows. Best of luck to all who got the bad news today. Gets better I promise!
Depends on LOB but in mine each Mgr gives up the name of the person.
Dell doesn’t pay for experience. Too old, too expensive your name gets on a list and out you go. When the dust settles, it becomes apparent they don’t have the legacy knowledge to meet the challenges of the business so they start hiring new, expensive people to replace the ones they got rid of.
That’s why in every department the same three bad ideas come up over and over.. because they got rid of people who know why those bad ideas don’t work.
Atleast in MB and SB there were a lot of accounts moving in and out. The sales ops team ran models and cut folks out if most of their accounts moved out. plus additional factors such as locations, performance, pay etc
Your manager has the biggest say - comp is NOT a factor .
I am surprised. People who were let go are just at the right pay grade and definitely not the highest pay on the team at all. This is why I feel direct report has something to do with naming who should be cut. The highest pay slickers still have a job. They are in the cool kids club.
It's typically a combination of things based on the group. Sometimes it leans heavier toward compensation/level, sometimes more toward performance, and sometimes a combination of both.
These lists are done months in advance and HR has no input, other than final review that runs through legal to ensure no concerns.
HR had very little to do with the actual selection.
Dell Executive Leadership made the call to eliminate $xx. From there it went to the Presidents/Senior VP's reporting to Jeff Clarke to go and recommend what divisions to cut from. Then it went to the division VPs who cut their slice of the pie.
My Director knew it was coming, but had no idea on who in her team would be let go until Thursday of last week. In the coming weeks this will continue to play out.
After all this was done it went to the PR team to try and put some Lipstick on the Pig and come up with crud like the Partner Direct angle.
It’s basically done by a spreadsheet. They have a bunch of factors , but one of the biggest needle movers is total comp. If you are above market within your pay grade, you automatically become a target. There is little to no input from field leaders on these decisions. It’s an exercise to save on operational expenses. Your best bet is to be at 60-70% of your pay grade, keep a low profile and do as little as possible. If you consistently exceed quota, you will be a target in the next round.